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Inclusion and equal opportunity

Hazaar treats everyone fairly, whoever they are. This policy sets out how we give everyone an equal chance to work with us, to grow with us and to use the places we create.

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Our commitment

The best teams, and the best places, are made by and for people of every background. We recruit, pay, develop and promote people on merit and evidence. We make reasonable accommodation so that everyone can take part on equal terms. We design buildings and spaces that people of every age and ability can use. We do not tolerate discrimination, harassment or victimisation of any kind.

Who this policy covers

This policy applies to the designated partners of Hazaar Group LLP, to every employee and applicant, and to anyone who acts on Hazaar’s behalf. It covers every stage of working with us: recruitment, terms and pay, training, promotion, transfer, discipline and the end of employment. Our partners and suppliers are held to the same standard through our Partner Code of Conduct.

Equal treatment

We do not discriminate against anyone, directly or indirectly, on the grounds of religion, race, caste, sex, gender identity, sexual orientation, place of birth, age, disability, HIV status, marital status or pregnancy, or any other characteristic protected by law.

  • Decisions about people are made on merit and evidence, against criteria set in advance.
  • Every role is open to everyone who meets its requirements, and we limit requirements to what the role genuinely needs.
  • We pay everyone equally for the same work or work of a similar nature, whatever their gender, as the Code on Wages, 2019 requires.
  • We do not ask applicants about their religion, caste, marital status or family plans.
  • Harassment, bullying and victimisation are serious breaches of our Code of Business Conduct.

Reasonable accommodation

Reasonable accommodation means the necessary and appropriate changes that let a person take part on equal terms with others, without a disproportionate or undue burden in the particular case (Rights of Persons with Disabilities Act, 2016, section 2(y)).

  • We ask every applicant whether they need an adjustment for interviews or exercises, and we arrange it.
  • We provide assistive devices, accessible formats, flexible arrangements and changes to the workplace where a person needs them.
  • Telling us about a disability, a health condition or gender identity is always voluntary. We keep what you tell us confidential, use it only to provide what you need, and handle it as our privacy policy describes.

Persons with disabilities

This section is our equal opportunity policy for persons with disabilities, under section 21 of the Rights of Persons with Disabilities Act, 2016 and rule 8 of the Rights of Persons with Disabilities Rules, 2017. It includes everything that rule 8 asks of establishments of every size.

  • Facilities and amenities. We provide the facilities and amenities that a person with a disability needs to do their work effectively, agreed with them.
  • Posts. Every post at Hazaar is open to persons with disabilities. If an essential requirement of a post cannot be met even with reasonable accommodation, we say so, and why, when we advertise it.
  • Selection, training and progression. Persons with disabilities are selected, trained and promoted on the same basis as everyone else, with reasonable accommodation at every stage, including training after recruitment and before promotion. We take their needs into account first in transfers and postings, and grant special leave as the law provides.
  • Assistive devices and access. We provide the assistive devices a person needs, work towards barrier-free access in every workplace we use, and adapt the workplace for anyone who needs it.
  • Liaison officer. Hritik Kumar Singhal, Designated Partner, is our liaison officer for the recruitment of persons with disabilities and for the facilities and amenities they need.

Transgender persons

This section is our equal opportunity policy for transgender persons, under the Transgender Persons (Protection of Rights) Act, 2019 and the Transgender Persons (Protection of Rights) Rules, 2020.

  • We do not discriminate against any transgender person in recruitment, promotion or any other matter relating to employment.
  • We respect each person’s self-perceived gender identity and the name and pronouns they use, and we keep their gender history confidential.
  • We never ask for medical or surgical evidence of a person’s gender identity.
  • Where we manage a workplace, we provide unisex toilets, safety and security measures such as safe transport, and amenities such as hygiene products.
  • Every rule and term of employment applies to transgender employees exactly as it applies to everyone else.
  • Complaint officer. Hritik Kumar Singhal, Designated Partner, is our complaint officer under section 11 of the Act. Contact details and how complaints are handled are set out under Raising a concern.

Women at work

  • We follow the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. When the Act requires an Internal Committee, we constitute one. Until then, a complaint can be made to the Local Committee for our district, through the Government of India’s SHe-Box portal, and to a designated partner.
  • We provide maternity benefit as the Code on Social Security, 2020 requires, and support everyone returning to work after leave.

Places for everyone

We design every building and outdoor space so that people of every age and ability can use it: step-free routes, accessible entrances, lifts, toilets and parking, and clear signs. We treat the Harmonised Guidelines and Standards for Universal Accessibility in India, 2021 and the accessibility provisions of the National Building Code of India, 2016 as the minimum, as the Rights of Persons with Disabilities Act, 2016 requires.

An accessible website

This website is designed to meet IS 17802 (Part 1): 2021, the standard Indian law sets for websites, and the Web Content Accessibility Guidelines (WCAG) 2.2 at level AA. Our accessibility statement explains how to get help or tell us about a problem.

Raising a concern

If you believe you have been treated unfairly, or that this policy has not been followed, email info@hazaar.co.in with “Equal opportunity” in the subject. Hritik Kumar Singhal, Designated Partner, reads every such message.

  • The complaint officer enquires into your complaint within 15 days of receiving it, and we act on the findings within 15 days of the report, keeping you informed.
  • We handle every complaint in confidence, and we never retaliate against anyone who raises a concern in good faith or helps with an inquiry.
  • This does not affect your right to approach the Chief Commissioner or the State Commissioner for Persons with Disabilities, the National Council for Transgender Persons, or a court.

Review

The designated partners review this policy at least once a year and whenever the law changes, and publish any changes here.